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How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Why applying the normal way doesn't work
Vahan runs an applicant tracking system, but hiring managers still work referrals first. A cold application to Vahan isn't dead, it's just fourth in line behind internal referrals, sourced candidates and recruiter pipelines.
Who to contact at Vahan
Contact route not yet verified for Vahan. For a 50-200-person B2B, Recruiting and Talent company, expect the hiring manager or department lead to make the call — but this is a model, not confirmed data.
What Vahan screens for
The hiring bar at this stage (, B2B, Recruiting and Talent): relevant experience and ability to operate autonomously. Show what you've shipped.
A tailored CV beats a generic one. Use Vahan's job description language to clear filters.
Mistakes that kill applications
Generic CVs stand out at a 50-200-person company — and not in a good way. Fastest path to rejection.
Skip 'I'm looking for...' — start with is growing fast after their null round and your specific angle on solving it.
The wait-and-hope strategy fails. Follow up on day five — response rates roughly double.
Frequently asked questions
How do I apply to Vahan?
Through the roles on our Vahan jobs page, or directly to the hiring manager or department lead if you can reach them. At 50-200 people, direct outreach outperforms the form.
Does Vahan respond to cold emails?
Not enough data yet on Vahan's cold email response rates.
Who is the hiring manager at Vahan?
At this size, hiring is usually run by the hiring manager or department lead.
How competitive is it to get hired at Vahan?
Typical applicant count for B2B, Recruiting and Talent roles (50-200 people): 150-300 in two weeks. Apply fast.
Have your application sent for you
We spot Vahan-type roles within 48 hours and get your tailored application in before the crowd.
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